Diversity and inclusion of diverse populations in the workplace is a regular training topic for human resources departments. The strategies managers and front-line employees can use to promote respect and tolerance of different cultures vary. They have a common bottom line, however: Treat all as equally as possible.

Management

Management's acceptance and promotion of any diversity or inclusion plan in the workplace is vital to the rest of the company's employees accepting it. Without their leadership in the area of cultural acceptance and tolerance, the workplace culture will likely continue to remain intolerant. Train your leadership to accept and promote diversity at work.

Publications

Look through all of your company's publication materials. Its communications within the company and to the public should promote diversity and cultural acceptance. Statements of equal opportunity employment should be on human resources recruiting advertisements and job application materials, for example. You might also include a statement on your surveys of the ethnic and cultural background of job applicants as to why you want the information. This can calm any fears of misuse of data or potential discrimination on the part of your company in the hiring process.

Policies

Write policies for your company that spell out how your company promotes cultural acceptance. For example, you might provide flexible work schedules for all employees so those who must not work on certain days of the week for religious reasons can still work their full work schedule without fearing they will lose their jobs.

Recruitment and Retention

In addition to including cultural diversity and equal-opportunity employment statements in your recruiting materials for new hires, implement an employee incentive program that rewards workers for referring acquaintances to the company for jobs to increase the diversity of your workforce. If their acquaintances are hired, the referring employee might receive a small bonus on his next paycheck, for example. Advertise in unusual places, such as churches and other places of worship. You might target local associations that have members from diverse cultures in your recruitment strategies as well. When trying to retain the diverse staff you currently have, review your company's performance appraisals and bonus/raise structure to see whether it was equitably distributed. Adjust your appraisal program if necessary based on your findings. Conduct focus groups with employees to get feedback on how they feel about your company's cultural inclusion strategies and to get their ideas for adjustment, if necessary. Conduct exit interviews to see if cultural diversity or the lack of it contributes to people quitting your company.

Yourself

Take it up on yourself to reach out to marginalized cultural groups in your company. Treat those employees the same as you would other employees, whether you are their manager or an employee of the same rank. Your words and actions can be an example to other employees who may not practice cultural acceptance at work.